Innovative strategies for recruiting talent in 2020
Photo by Jeff Sheldon on Unsplash
Historically low unemployment rates in 2019 have left many companies with challenges recruiting talent in the early part of this year. Many HR departments report fewer qualified candidates for each opening and much longer lead times in finding and onboarding new people.
In HR, successful talent acquisition has always required a mix of science and art, and the best recruiters use a variety of tactics to ensure a steady candidate pipeline.
As you assess your hiring needs for the coming months, consider these often overlooked sources for building your organization’s human capital:
Veterans
Retired military personnel often have highly specialized training, years of experience and an unmatched work ethic. Because veterans don’t always fit a traditional career path description (or the titles to match), they might slip through the application process.
To connect with the more than 250,000 service members who leave the military and seek civilian work each year, consider these strategies:
Post openings on military hiring sites, such as military.com, helmetstohardhats.com and hirevetsfirst.gov
Exhibit at military career fairs
Ask current employees with military background to refer fellow veterans to you
When writing a job description to attract veteran applicants, think carefully about how to translate military skills into a civilian setting and be sure that your screening process accounts for varying terminology. In addition, create a statement that shows your organization’s commitment to veterans and include it on your website’s careers page.
Retirees
Retirement does not mark the end of innovation, creativity or a desire to contribute to society. Many retirees would love to find a place within the workforce where they can apply their knowledge and skills, even if they would rather not commit to a 40-hour schedule.
While society might skew to favor youth and so-called “fresh” skills, older workers bring a level of wisdom and experience that a new college grad can’t match. What’s more, according to Harvard Business Review:
“...knowledge and expertise — the main predictors of job performance — keep increasing even beyond the age of 80. There is also ample evidence to assume that traits like drive and curiosity are catalysts for new skill acquisition, even during late adulthood.”
HBR adds that older workers also exhibit a greater willingness to contribute in a meaningful way to the workforce.
Tap into this incredible source of experience, and historical and institutional knowledge, by offering contract positions with flexible schedules or work arrangements. A former executive might become one of your most innovative contributors through a 15-hour-per-week consulting gig. Post to job sites that cater to older candidates, such as flexjobs.com or retirementjobs.com, and be sure to craft your job description in a way that eliminates age bias.
People with Disabilities
Creating a diverse and inclusive workforce means seeking out individuals who have different life experiences and abilities in addition to diverse cultural backgrounds.
According to the U.S. Bureau of Labor Statistics, 33.3 percent of individuals with disabilities age 16 to 64 held a job in 2018; compared with 76.9 percent of non-disabled people in the same age range. In addition, people with disabilities often work part-time jobs rather than full-time jobs.
That leaves a huge pool of potential unemployed or underemployed candidates who could fill both skilled and unskilled jobs. The U.S. government has convened a task force to study the issue and to work with states on how to match disabled adults with employment opportunities.
Key barriers that have prevented many individuals from taking on full-time work include:
Transportation need and challenges
Inaccessible workplaces
Lack of assistive or supportive technologies
Communication barriers
Biases and hostile attitudes
Employers can address most of these barriers by assessing and altering physical spaces and by offering occupational supports to individuals with disabilities. In addition, inclusivity can become a key value within a corporate culture to help combat societal stereotypes against those who are differently abled.
Passive Workforce
Finally, in an environment with incredibly low unemployment, it’s likely that many people who match your company’s needs already have a job. If you haven’t already shifted to account for this reality, it’s time to use strategies that target the passive workforce.
Reach out to people on LinkedIn who fit the work history you need, reward current employees for referring qualified candidates to you and spread the word about current openings on social media.
Finding and retaining top-notch talent continues to challenge even the most savvy business leaders. If your talent acquisition strategy needs an overhaul, contact me to schedule a free consultation. I have worked with multinational companies to small start-ups in developing effective and powerful HR strategies that increase profit and impact.